...word limit). [10] In this article, the author writes explaining the relationship of work, learning and leisure in relation to the development of children. The author challenges the normative way of thinking that work negatively affect the development of the child. In his literature, he argues against the common romantic notions of childhood, he asserts that, romantic notions of childhood emerged by literature and poetry, rather than by evidence on child development in different contexts hence some of the notions are irrelevant in some settings. In the article, he presents evidence that besides leisure and learning, work can be beneficial to many children and he highlights that a childhood without work is not necessarily a beneficial ideal. He also presents facts that in practice children may successfully combine work, learning and leisure despite the common belief that work often interferes with children’s education. He posits that learning can be achieved through play or leisure thus leisure and learning correlating. The author is against the idea stopping work as a way of improving education. He argues that work, actually contributes in such a way that children learn some life skills, which are not available in our modern institutions. In his literature, the author appreciates the negativity of hazardous work on children and the need to protect these children from child labour....
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...Action against child labour ( ilo) IPEC’s aim is the progressive elimination of child labour worldwide, with the eradication of the worst forms an urgent priority. Since it began operations in 1992, IPEC has worked to achieve this in several ways: through country-based programmes which promote policy reform, build institutional capacity and put in place concrete measures to end child labour; and through awareness raising and mobilization intended to change social attitudes and promote ratification and effective implementation of ILO child labour Conventions. These efforts have resulted in hundreds of thousands of children being withdrawn from work and rehabilitated or prevented from entering the workforce. Complementary to this direct action throughout has been substantial in-depth statistical and qualitative research, policy and legal analysis, programme evaluation and child labour monitoring, which have permitted the accumulation of vast knowledge base of statistical data and methodologies, thematic studies, good practices, guidelines and training materials. Use the menu on the left to explore the many areas addressed by IPEC in the fight against child labour. Child labour and education Education is a crucial component of any effective effort to eliminate child labour. There are many interlinked explanations for child labour. No single factor can fully explain its persistence and, in some cases, growth. The way in which different causes, at different levels, interact...
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...Instructions: Write an essay of no less than 1500 words and no more than 2000 words in response the following question: “Why are gender and difference issues so important in understanding the potential for skills training, and work and learning in both Canada and the ‘economic south’?” The lives of women in the recent past have changed dramatically. There are more women now who are educated than ever before, and a great percentage of them have forged ahead in the labour market. The pace of change is improving at fast rate with both developed and developing countries working towards bringing around a change. But despite the numerous developments in this area, there still exists the issue of gender gap that limits the progress of women workers in the paid workforce. This paper discusses the topic of gender differences in OECD countries and how it affects the process of work and learning of women in both Canada and the economic south. In almost all the OECD countries, women participation in the workforce has steadily increased. There are more women participating in the all kinds of jobs and they continue to enter the workforce in rising numbers. But still gender inequality continues to persist and is a topic that dominates the sad plight of women. There are OECD reports that Scandinavian countries have the lowest ratio of such issues due to well-equipped infrastructure that supports child-care and family-friendly workplaces. Though this seems like a rather outdated...
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...Labour education is mostly looked at as being practical and developmental in the work place. It is the way learning shapes the processes of work. (Bratton, Mills, Tyrch, Sawchuk, Workplace Learning, A critical Introduction 2004.) Labour education is schooling for union members. It is where the union members learn about issues in the workplace and beyond. They learn the grievance process, how to negotiate contracts, human rights etc. This training helps the union members understand their rights in the work place and helps their own cause. Unions usually offer this training to its members in house. (Athabasca University, Work and Learning, Education 406/Human Resources Management 406, Course Guide, Revision 1, 2009.) Unions can demand from their employers a form of education that takes place at work. Labour education has tools in its belt to help employees in the work place to learn. In their belt they use tools, issues and labour studies courses in labour education. (Bratton et al. (2004) found page 108). The tool courses are to help unions and thus help to represent their fellow workers, through their knowledge, to do a better job and understand their rights with management. These tools work on leadership, collective bargaining and grievance procedures. This helps to stream line the day to day activities of the work place to run smoothly. Issue courses are more tuned to racism, sexism and reorganization in the work place. This training is done to understand the...
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...Labour education is mostly looked at as being practical and developmental in the work place. It is the way learning shapes the processes of work. (Bratton, Mills, Tyrch, Sawchuk, Workplace Learning, A critical Introduction 2004.) Labour education is schooling for union members. It is where the union members learn about issues in the workplace and beyond. They learn the grievance process, how to negotiate contracts, human rights etc. This training helps the union members understand their rights in the work place and helps their own cause. Unions usually offer this training to its members in house. (Athabasca University, Work and Learning, Education 406/Human Resources Management 406, Course Guide, Revision 1, 2009.) Unions can demand from their employers a form of education that takes place at work. Labour education has tools in its belt to help employees in the work place to learn. In their belt they use tools, issues and labour studies courses in labour education. (Bratton et al. (2004) found page 108). The tool courses are to help unions and thus help to represent their fellow workers, through their knowledge, to do a better job and understand their rights with management. These tools work on leadership, collective bargaining and grievance procedures. This helps to stream line the day to day activities of the work place to run smoothly. Issue courses are more tuned to racism, sexism and reorganization in the work place. This training is done to understand...
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...There are many factors impacting work and learning specifically in Canada. How workers are involved or participate can affect outcomes for the employee and employer. Social and economic are two factors that influence education, learning, training and work. In this essay, I will provide examples of why social and economic context must be considered when understanding work and learning. I will also examine assumptions frequently made by Human Resources Management (HRM) and their perspective on the purpose and outcomes of learning and the critiques that challenge these perspectives. Understanding the social context for work and learning contains many variables. Life experiences, level of education, age, ethnicity and language, gender and social class are social factors to consider when understanding work and learning. As an example, “women are less likely to be offered workplace training as part of their jobs. There is an under-investment in training of female employees; factors influencing female participation include family obligations and the concentration of women in low-wage jobs that are least likely to offer training” (Pocock et al, 2011b; Roberts and Gowan, 2007; Livingstone and Sawchuk, 2004 as quoted in Canadian Labour and Business Centre, 2005, p. 11). It’s clear that gender affects how women consider work and learning and the impact on the organization’s output and profits. Canada consists of diverse cultures and ethnicities. New immigrants face language and ethnicity...
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...2. Scandinavia in European economy: comparative analysis 10 1.3. Cultural preconditions for the Scandinavian model formation. 13 Chapter 2. Model performance and competitiveness: distinctive features 16 2.1. The role of public sector in Scandinavian economies 16 2.2. Peculiarities of labour market in Scandinavia 21 2.3. Human capital and innovations: learning economy 26 Chapter 3. Scandinavian model: challenges and threats 33 3.1. Demographic challenge: ageing of population versus public finance 33 3.2. Paradoxes of economic growth in welfare states 36 3.3. The problem of labour disincentives and decommodification. 38 Conclusion 41 Bibliography 43 Introduction In the light of a current trend of moving towards socialization in economy, Scandinavian experience stands out, being probably a unique example of building a highly-socialized and at the same time viable economy. The image of Scandinavian countries appears to be controversial in modern economic observations. On the one hand, obviously, the Scandinavians’ performance is ranked high in terms of the majority of competitiveness indicators. The main advantages of the Scandinavian economies are, probably, a peaceful labour market and an egalitarian income distribution. On the other hand, many observers note that economic incentives in Scandinavian...
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...social and economic context necessary for understanding work and learning in Canada?’ Education, learning, work and training do not occur in a vacuum at a distance from the rest of the world; they are all influenced by variables including the social and economic context through which they occur. For example, in order to work effectively in a diverse community such as in Canada, it is necessary to first understand the variety of cultures and ethnicities that exist. It would be unrealistic to place a group of people with different ethnic backgrounds, perspectives and values in a work team and expect no conflict. This means that considering the surroundings where work and learning take place is all the more important. Work and learning, along with even the most well planned HRM policies are affected by both internal (such as corporate objectives and financial strategies) and external (such as the economic and social context discussed) change. Therefore, forecasting, being flexible and adapting to the changes is necessary. In order to do this, HR managers need to be aware of what is going on within the organization, the industry that they operate within, as well as the wider market in relation to the factors that influence change. For example, government regulations are updated and change regularly and can influence many processes of the HR department including hiring and training. Moreover, work and learning is influenced by the social and economic contexts in which broader...
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...Accepted 15 March, 2011 A powerful human resource development system is a critical strategy for every construction companies, as in the coming years, human capital plays a significant role in order to have a successful organization. Based on a combination of literature research and questionnaire surveys, the study explores the effect of training and motivation in HRD practices on teamwork improvement in construction firms. The research was conducted by sending 50 sets of questionnaires to the nominated contractor firms in Mashhad, Iran. The analysis methods in this research were mainly descriptive and regression analysis and the type of investigation was co-relational study. The research found that the percentage of skilled and unskilled labour in the construction companies, some barriers and solutions of training and motivating workforces and the relationship between training and motivation practices in teamwork improvement. Future research should try to address on how companies can shape the environmental and organizational settings in order to motivate staff and workers for training and development. Key words: Human resource development, training, motivation, teamwork improvement, construction. INTRODUCTION A powerful human resource development (HRD) system is a critical strategy for construction companies, as in the coming years, human capital plays a significant role in order to have a successful organization (Buyens et al.,...
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...Learning organization is a concept of collective learning that results from individual or team learning. The concept can be seen as a win-win situation based on the argument that individuals can develop as the organization grows. A learning organization may choose to empower workers by giving greater decision making power, how to complete their tasks and work in self managed teams (Spencer and Kelly, 2013) In this essay, various debates and case studies on organizational learning and learning organization will be identified and it will be discussed if the concept is in fact based on firm foundations. According to Spencer and Kelly, 2013 workplace learning needs to begin with the substantive issues of equity, power, authority, control and ownership. Large corporations create hierarchies of control and power and are driven by the profit motive. These control, power and profit relations create the social relations within work and society. When looking at income equity, from September 2010 to September 2011 the average earnings of Canadians rose by 1.1% while the top 100 CEOs income rose by 27% (CCPA, 2012). Additionally, HRM policies create a “sense of shared ownership” and control of the enterprise but the “sense of ownership” is not the same thing as workers actually owning and controlling and could be regarded as a form of propaganda. The idea is to increase productivity and commitment which would lift labour performance higher- “committed employees would “go the extra mile”...
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...Cost-Volume-Profit Analysis Objective 1 • Identify how changes in volume affect costs. Types of Costs Variable Fixed Mixed Total Variable Cost Total variable costs change when activity changes. Total Long Distance Telephone Bill Your total long distance telephone bill is based on how many minutes you talk. Minutes Talked Variable Cost Per Unit Variable costs per unit do not change as activity increases. Per Minute Telephone Charge Minutes Talked The cost per long distance minute talked is constant. For example, 10 cents per minute. Variable Costs Example Consider Grand Canyon Railway. • Assume that breakfast costs Grand Canyon Railway $3 per person. • If the railroad carries 2,000 passengers, it will spend $6,000 for breakfast services. Variable Costs Example Total Variable Costs (thousands) $24 – $18 – $12 – $6 – – – – – 0 1 2 3 4 5 Volume (Thousands of passengers) Total Fixed Cost Total fixed costs remain unchanged when activity changes. Your monthly basic telephone bill probably does not change when you make more local calls. Monthly Basic Telephone Bill Number of Local Calls Mixed Costs • Contain fixed portion that is incurred even when facility is unused & variable portion that increases with usage. • Example: monthly electric utility charge – Fixed service fee – Variable charge per kilowatt hour used Mixed Costs Total Utility Cost Variable Utility Charge Fixed Monthly Utility Charge Activity (Kilowatt...
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...Paper presented at the 19 August 9‐11, Bergen, Norway. Abstract The aim of the study is to investigate graduates’ strategies and attitudes towards employability and career development, and to construct a tentative model of employability by identifying inherent factors. Four theoretical perspectives have been used to discuss the concept employability and the empirical results, i.e., the Human capital theory perspective, Institutional theory perspective, Critical theory perspective, and Actor theory perspective. The research project takes its point of departure in changes of the European and the Swedish labour market during recent years and the ongoing restructuring of Higher Education in Europe. A fundamental principle underlying these movements is the formulation of “Employability” as a thesis that aims at making the European Union the most dynamic and productive Higher Education Area and labour market. A higher degree of “employability” is attainable if the relation between the employee and the employer depend more on market based contracts limited in time, and where the employees are willing to take a higher degree of responsibility for their careers. As a corollary of that principle is the belief that the individual has a personal responsibility to sustain his or her capability and competence in order to be employable. Preliminary results are presented from a questionnaire to 959 graduates, 546 civil engineers who have graduated between 1999/2000 to 2003/2004 from the Faculty of Technology...
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...Approaches to Equity in Policy for Lifelong Learning Ben Levin1 A paper commissioned by the Education and Training Policy Division, OECD, for the Equity in Education Thematic Review August 2003 EQUITY IN EDUCATION The opinions expressed in this paper are the sole responsibility of the author and do not necessarily reflect those of the OECD or of the governments of its Member countries. 1 . Ben Levin, Ph D, The University of Manitoba, Winnipeg, Canada. TABLE OF CONTENTS TABLE OF CONTENTS................................................................................................................................ 2 APPROACHES TO EQUITY IN POLICY FOR LIFELONG LEARNING ................................................. 3 Origins of this report ................................................................................................................................... 3 Summary of the report................................................................................................................................. 3 PART 1 – THINKING ABOUT EQUITY IN LIFELONG LEARNING ...................................................... 5 A definition of equity? ................................................................................................................................ 5 The importance of equity ............................................................................................................................ 5 Current status of equity...
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...“knowledge”, and N (t ) denotes total labour input. F (•, •) is the aggregate production function. Note that A(t )N (t ) is commonly referred as effective labour, and technological progress that enters the production function in this fashion is known as labour-augmenting or Harrod-neutral. a) Derive the intense form (per unit of effective labour) of the production function, using the abstract production function above. b) We know the actual production function is Y (t ) = K (t )α [A(t )N (t )]1−α . (2) Denote the population growth rate as n, the depreciation rate as d, the growth rate of knowledge as д, and the saving rate as s. First derive the steady state condition for this economy (involving investment per unit of effective labour), and then solve for the steady state level of capital per unit of effective labour, k ∗ (t ). c) Given the result in b), solve for the steady state level of output per worker y ∗ (t ), and consumption per worker c ∗ (t ). 1 d) Solve for the Golden rule level of capital per worker, kG . If the government can choose a saving rate for the economy, what saving rate should the government choose, assuming that it wants to achieve kG in the steady state. e) Suppose the economy is at a steady state, and there is a decrease in the saving rate s. Explain the impact of this shock regarding steady state variables, with the help of a diagram. Label your graph appropriately. Question 2: Learning-by-doing and endogenous growth This...
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...The Fourth Demography Forum 6 and 7 May 2013 (Brussels) Employment, Social Affairs & Inclusion The Fourth Demography Forum Table of Contents Introduction ...................................................................................................... 3 Opportunities for young adults ............................................................................ 4 Improving the work-life balance .......................................................................... 5 Enabling people to be active longer ...................................................................... 6 Successful inclusion of second-generation migrants ............................................... 7 Regions in rapid demographic and economic decline and inequalities within regions ... 8 Investing in Europe's demographic future - how the SIP will support the drive towards extending Europe's demographic dividend ............................................................ 9 Conclusions .....................................................................................................10 May 2013 2 Employment, Social Affairs & Inclusion The Fourth Demography Forum Some 320 participants attended the Forum opened by Commissioner Andor. This report was drafted by the Forum organisers on the basis of the delivered speeches. Any possible errors or omissions are to be imputed to the Forum organisers Introduction In his welcoming speech, Commissioner Andor underlined our duty to...
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